Recruiting and Lifecycle Coordinator

Allied Universal•San Francisco, CA

20d

About The Position

Allied Universal is hiring a Recruiting and Lifecycle Coordinator to own the recruiting lifecycle in support of field account managers, helping ensure sites are adequately staffed. The role also drives human resources expectations and compliance by implementing HR programs in accordance with corporate standards and providing advisory services, support, and guidance across recruiting and HR functions. The coordinator supports strategic client portfolios across multiple sites, including international locations, and works with vendor partners across time zones. Travel may be required for up to 25% of the time. The stated salary is $120,000 per year.

Requirements

Meet one of the stated education/experience pathways: an associate’s degree in Human Resources Management, Organizational Behavior, Business, or a related field; or a high school diploma with five years of Human Resources/Employee Relations experience.
At least five years of full lifecycle, high-volume recruiting experience.
At least three years of Human Resources/Employee Relations experience.
Prior experience in employee relations, employee development and engagement, and policy implementation and interpretation.
Experience using an Applicant Tracking System; iCIMS is preferred.
Experience coordinating across multiple sites or international locations.
Experience with operational process development and onboarding systems.
Experience coordinating IT provisioning and systems access management.
Expert-level knowledge of full lifecycle recruiting for exempt and non-exempt positions at national scope, including sourcing, qualifying, networking, assessing, legal parameters, job analysis, wage and salary trends, relationship management, and due diligence.
Ability to use technology and online methods to source candidates, including social media, competitive-landscape employee lists, online networking, internet data mining, and other website functions.
Knowledge of search-engine syntax and internet sourcing methods, including experience with search automation tools.
Working knowledge of employment laws and civil rights legislation.
Strong initiative and judgment, with ability to coach, manage candidates, influence hiring managers, and work with executives.
Ability to prioritize competing assignments and effectively manage deadlines.
High proficiency in Microsoft Office and office management technology.
Ability to exercise independent judgment and discretion.
Outstanding oral and written communication skills.
Proficiency with cloud-based collaboration platforms such as Google Workspace, Slack, or similar tools.
Process-driven approach and systems-thinking capability.
Ability to work effectively across time zones for multi-site or global portfolios.

Nice To Haves

Bachelor’s degree in Human Resources Management, Organizational Behavior, Business, or a related field.
CHRP (Certified Human Resources Professional).

Responsibilities

Use innovative sourcing techniques and market insights to develop targeted recruiting approaches.
Collaborate with the Talent Acquisition Team to identify, document, and report sourcing techniques, trends, and progress.
Help develop short- and long-term recruiting strategies and provide expert guidance.
Develop nationwide staffing business continuity plans and community outreach recruiting strategies supporting affirmative action goals.
Train and coach management and leadership on recruiting and interview practices, including job descriptions, job postings, interview guides, and referral networking.
Work with senior and line management to define job responsibilities and candidate profiles.
Lead interview-feedback and selection discussions and advise on screening, selection, placement, assessments, and references.
Maintain candidate engagement and communication from initial outreach through the new hire’s start date.
Advise on employee career development and equal advancement opportunities.
Conduct employee relations investigations with account and regional leadership and resolve employee relations issues, including complaints and disciplinary actions.
Develop performance improvement plans for underperforming employees and monitor progress.
Develop HR training materials and facilitate learning sessions for enterprise account leadership.
Maintain recruiting metrics and report on sourcing effectiveness and time in process; communicate significant business issues to senior management.
Track onboarding completion and timeline compliance, training delivery, certifications, turnover, and retention trends.
Submit onboarding tickets in client HR systems; coordinate badge processing and IT access requests.
Track onboarding completion and compliance records, manage onboarding documentation, and coordinate new hire orientation and 30/60/90-day check-ins.
Process offboarding, including systems termination, credential collection, and uniform return.
Maintain training content and coordinate distribution, scheduling, logistics, and on-the-job training across sites and time zones.
Track training and certification requirements, follow up on incomplete requirements, and support standardized training rollouts.
Maintain onboarding documentation and operational guidance; audit compliance with operational standards and client procedures.
Coordinate uniforms, equipment, and site supplies and manage vendor and client administrative systems.
Identify process gaps and implement scalable solutions for multi-site operations; support workforce management across time zones.